Know what the market is paying — before you make the offer
Compensation benchmarking and hiring market intelligence built on live placement data from financial services and fintech roles across India. Not broad salary surveys. Not two-year-old data. Current market reality.
Request a briefingWhy generic benchmarking data fails you
The compensation benchmarking tools available to most HR teams are built for large enterprises and cover broad categories. A "technology professional in financial services" could mean a junior developer at a payments startup or a principal architect at a private bank. The ranges are too wide to be useful.
At the same time, the data is typically sourced from self-reported surveys submitted annually. By the time it is published and reaches you, it reflects a market that may have moved significantly.
We solve this differently. Our data comes from active placement activity — real offer letters, real negotiations, real joining packages — across financial services and fintech roles in India. When we benchmark a compensation package, we are comparing it to what firms in your segment are actually offering and candidates are actually accepting, right now.
What a talent intelligence engagement delivers
Role-specific salary bands
Compensation ranges for the exact roles you are filling, broken down by experience band, firm type, and geography. Includes fixed CTC, variable structure, and joining bonus norms.
Sourcing channel analysis
Where candidates for your target roles are actually coming from — which channels produce the strongest pipelines, and where firms in your segment are wasting sourcing budget.
Candidate availability outlook
An honest assessment of how deep the talent pool is for the roles you are hiring, and what timelines and processes are realistic given current market conditions.
Hiring market context
Broader trends affecting your hiring — competitor hiring activity, talent movement patterns, and market signals that affect your ability to attract and retain.
When this is most useful
- Before setting compensation bands for a new team or function
- When reviewing whether current salary structures are market-competitive
- When a senior hire has fallen through at offer stage and you need to understand why
- When making a business case to leadership for a compensation adjustment
- When entering a new talent segment your firm has not hired from before
- When preparing for a board or investor conversation about team-building costs